The statutory baseline is four weeks to the fifteenth or the end of a calendar month. Employer notice periods generally lengthen with service. A valid probationary arrangement may permit a shorter period within the statutory framework; collective and contractual provisions require separate review.
What needs checking
Four weeks means 28 days, not one calendar month. Receipt, rather than dispatch, is central to calculating a notice deadline. A contractual clause may extend notice for the employee as well as the employer, but cannot simply ignore mandatory protections.
Practical next steps
For any proposed termination, give us the contract, start date, collective terms and the intended delivery date. We can then distinguish the last date for service from the actual end of employment.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
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Updated: 8 November 2026.